Most attention has been given to internationalization and information technology as future challenges facing organizational leaders going into the 21 st century. Although diversity is sometimes mentioned, it is usually not considered a leadership issue. A major reason is that the dominant leadership theories (e. g., situational, transformational, or exchange) do not deal with the operational level of specific diversity initiatives. The purpose of this article is to first review the diversity initiatives facing today's organizations and the failure of popular leadership theories to address this challenge. Then, the remainder of the article suggests how a behavioral approach to leadership may help to successfully address some of the major diversity initiatives.
The study purpose is to examine the relationship between cultural diversity and firm performance from the perspective of the investors. Stock values were used to test the hypothesized relationships between the components of cultural diversity (i.e. racio-ethnicity and gender impact on firm performance) using an event study methodology with regression analysis techniques. The findings indicate that the influences of racio-ethnicity and gender diversity on firm performance were mixed. However, significant relationships were found between the components of cultural diversity and firm performance. New directions for future research are offered.
The study purpose is to examine the relationship between cultural diversity and firm performance from the perspective of the investors. Stock values were used to test the hypothesized relationships between the components of cultural diversity (i.e. racio-ethnicity and gender impact on firm performance) using an event study methodology with regression analysis techniques. The findings indicate that the influences of racio-ethnicity and gender diversity on firm performance were mixed. However, significant relationships were found between the components of cultural diversity and firm performance. New directions for future research are offered.
This study investigated the relationship between organizational citizenship behavior (OCB), job satisfaction and life satisfaction in a cross cultural setting. The dimensions of OCB include altruism, conscientiousness, sportsmanship, courtesy, and civic virtue. However it has been cautioned that civic virtue, sportsmanship, and courtesy have dissimilar meanings and in some cases are nonexistent in other cultures. The OCB dimensions of altruism and conscientiousness were examined in the study. Additionally, this study examines the potential mediating role of the purpose in life construct, a variable not often captured for analysis in the OCB research literature. The sample consisted of US and Bahamian managers in the banking industry. Regression analysis and t-tests were performed to address study hypotheses.The study indicated significant differences existed between the two countries for dimensions of satisfaction, the two OCB dimensions and the new construct purpose in life mediates as well as increase OCB altruism and conscientiousness. Study limitations aredelineated and directions for future research are offered.
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